Guest blog by Adam Seabrook, Co-Founder, Betterteam, Inc.
It's not an easy time to be hiring, is it?
Right now, the number of days it takes to fill a position is at an all time high, and 68 percent of HR managers say they're having trouble filling jobs - up from 50 percent in 2013. The talent crunch has got anyone who's got to hire looking at how they can improve their process and considering options like improving their employer brand.
And as it turns out, social media has made employer branding more crucial than ever. Before social media became so dominant, you could pretty much to decide whether or not to have an employer brand. But now, with 76 percent of potential applicants researching employers on LinkedIn before applying, and another 62 percent using other social media for the same purpose, you've got an employer brand whether you like it or not. The only question is, how much of a say do you want in it?
Probably as much as you can, because employer branding really matters. 50 percent of potential applicants say they wouldn't take a job at a company with a bad reputation as an employer, even if they were offered more money. At the same time, companies with good brand appeal get twice as many applicants to their open positions. On top of all that, there's the direct impact of a bad employer brand on the bottom line - companies with bad reputations pay 10 percent more per employee, which really adds up over time.
This new infographic from Betterteam has additional stats about employer branding, as well as tips from top experts on how you can get the most out of employer branding.
We hope this infographic helps drive home the importance of employer branding, and gives you a good starting point for maintaining your brand and attracting more talent during these tough times for hiring.
frequently asked questions
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Why do job seekers “ghost” employers?
There are many reasons why job seekers “ghost”, or choose to ignore, employers who are interested in hiring them. It could be due to poor communications throughout the interview process, slow and prolonged recruitment processes, or that they have already received better or competitive offers from other companies.
The reasons for “ghosting” employers during the interview process are often due to mismatch expectations. Rather than having to feel that they have to explain it all to the benefit of the interviewer, many candidates may choose to ignore, since there is no necessary nor mandatory reason to share the reason.
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What do Gen Z workers look for in employers?
Gen Z workers are our next generation of leaders. As they chart their own career growth and paths, Gen Z is not a challenge to manage or a problem to solve. The role of the employer is to support them in the direction of growth.
Many gen Z workers are concerned about topics like salary, career growth, culture, and job security. It is important that these topics are discussed during job interviews to prevent any talent expectations mismatch in the future that could lead to employee disengagement and poor employer branding.